Posted in Bite size learning, coaching, Leadership, motivation, personal impact, Relationships

Trust Vs Performance…

Simon Sinek talks about the balance of trust and performance.  He gives the scenario of working with the Navy Seals.

There are two levels of trust as far as they are concerned:-

  • “On the battlefield would you trust some-one with your life” – therefore saying their performance was very high
  • “Off the battlefield would you trust that person with your wife” – do they have high performance levels but very low trust levels

If you look at the table below where would you place the members of your team.

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  • High Performer/High Trust – might seem ideal, however they will possibly want to explore new challenges and will be hard to keep
  • Low Performer/Low Trust – might not be worth the investment of your time to develop, it will take lots of time and emotional energy
  • The most interesting column is the High Trust, you can develop Performance, with skills training and you already have a committed member of the team
  • The Low Trust column you should fear, especially the High Performer with Low Trust, how did they get there?

Reward performance on its own is creating an environment of toxicity where everyone just thinks for themselves and not others.

High Trust is a harmonious atmosphere where skills can be developed in a safe comfortable environment.

As a leader you can develop both, and it is worth categorising your team to identify the approach.

  • Performance – upskilling from a technical perspective – tends to be hard skills
  • Trust – every relationship is underpinned by Trust, so taking time out to really get to know your team members.  Invest in harnessing rapport and understanding them.

Please do contact nuggets for a workshop on working with your team as a leader bev@nuggetsoflearning.co.uk 

 

Posted in coaching, motivation, personal impact

Colourful coaching…

The nuggets approach to coaching is a visual map of the coachee’s thinking.

To begin working with a client the most crucial starting point is to establish good rapport.  Therefore I might even give a taster if there is no previous contact.  If the individual and company are known I still like to do the first two sessions within a fortnight of each other.

The venue ideally is away from their office, however space and seclusion are key.  Walls or a table top are crucial to display post-it notes.

When we first meet I set the scene of where coaching sits and what they should expect.  I draw three steps to show the difference between:-

  • Counselling –  past experience (not an area a coach will step into)
  • Coaching  – present  – can pass judgement and has a vested interest
  • Mentoring  – future – not necessarily vested interest and can pass judgement

As a coach I can sit between present and future and as I am employed outside the organisation I don’t necessarily have the same boundaries.  I can inspire and motivate clients to reach further than they imagine.

The first session we map out the goals that the client wants to work on.  We usual a technique called “Hexagon Mapping” this is a visual map of what they want to achieve.  A trigger question is used to get them to think around the goals.  Hexagon post its are displayed and then clustered together to create, 3 or 4 goals for the client to work on.

Using the goals as a guide each session we work through their current challenges.  I use coloured post-its notes to map their stream of consciousness.  We photograph the post-it maps created and the client has a visual memory of their thinking.  As a coach I always ensure it is their words I capture.

Purists in the coaching world believe note taking breaks the connection with client and coach.   I have worked with a coach myself and I wanted and needed the prompt of what to action and move forward with and missed having notes. The work happens between the sessions and with no permanent reminder or nod to your conscience I found it hard to commit.

The benefits and the aims of my coaching follow the path below:-

  • Take stock – evaluate how you are currently working
  • Set goals – What do you want to achieve?
  • Boost your power – new rituals and habits
  • Clear the decks – identify relationships and tasks that do not add value
  • Get confident – find your authentic self and your voice
  • Move forward – new ways of working that will stick

Identifying new rituals and habits I often find is the turning point of the sessions.  Making changes as to how you work and using fresh approaches to tasks is very uplifting and liberating often breaking some of those corporate chains.

We spend a lot of time on identifying what is authentic by talking around their personal brand.  It often helps if they think of themselves as a product, as we can learn so much from famous brands.  They have core values and a frame of reference which they can apply to themselves.

In summary Colourful coaching can uncover the real you.

  • Everyone has potential
  • Everyone can achieve higher goals
  • Everyone can work towards their dreams

Colourful coaching gives you clear images of your developmental journey and will improve your performance in work and life.

Please do get in touch for a colourful coaching session bev@nuggetsoflearning.co.uk

 

 

Posted in Bite size learning, coaching, Emotional Intelligence, motivation

Being creative – curse or gift?

I listened to the TED talk of Elizabeth Gilbert the author of “Eat, Pray, Love”.  She talks about the moment you have reached a peak in your creativity and how the question is…

“How can you top that?”

There have been many tortured creative geniuses who have suffered from poor mental health.  Often the reason is the same as Gilbert describes, constant anxiety about how you can better your last achievement.

Creativity comes into everyday life and everyone has the same levels of anxiety.  The report you produced last week that everyone loved, will you be able to get that response again.

Fear and anxiety can prevent us from thinking logically.

The sensible way of managing a gift is not to attach too much responsibility to it.  You turn up and you work hard everything will fall into place.

In ancient Greece and Rome they believed creativity was a divine entity that lived in the walls not in a person.  This all changed with the Renaissance where they recognised individuals for their creativity.  Gilbert questions this shift in responsibility, she says that it puts too much responsibility on the individual.

To manage our own talents and our own mental health, it may well be advantageous to talk  out loud to it. Take the lead and tell it that you have showed up and you are working hard, and they need to do their bit.

We often have our best ideas in the shower or while driving, maybe the ancient Greeks and Romans were onto something, and it does live in the walls.

We can all be creative and always see it as a gift, never let it freeze your thinking.

Please do get in touch for a workshop on Creativity bev@nuggetsoflearning.co.uk

 

Posted in Bite size learning, coaching, motivation, Stress management, Time management

Procrastinating…

Procrastinating something we are guilty of.

What actually is it?   In a nutshell it is self regulating failure.

We all have too many distractions so it is very easy to procrastinate.  We need more than just will power.  Some of the reasons we find it so easy to avoid tasks is that we can have a dip in our overall motivation.  We might be feeling anxious, or we simply hate the task in hand and will try every aversion tactic possible.

We can also affect a task by just how we talk about it “I have to or I need to…”  This is all reactive language and does not put you in a positive mindset.  If we used proactive language around the task we would feel more positive.  “I choose to or I would like to…”

Some top tips to prevent procrastination:-

  • Set up your environment with minimal distractions, just one screen on your desk
  • Ensure that your phone is on silent.
  • Set your own deadline, if the end point is too far away you might put it off
  • Ensure you are not overwhelmed by a task, break it into smaller chunks
  • List your tasks and actions – What gets written gets done…
  • Identify your best time in the day and ensure that is when you work on the tough stuff
  • Committ to a time limit with a break built in, and reward yourself so that you still feel motivated
  • Visualise how you will feel once you have completed the task

Please do get in touch for a 90 minute Time Management workshop bev@nuggetsoflearning.co.uk

The photo is courtesy of:-

@KrishantiPhoto_commercial

@KrishanthiPhoto

Posted in Bite size learning, Decision Making, Goals, Leadership, Management, motivation, Relationships

Gold clients…

Business development is relentless and often it can be hard to think of a new approach.  Most of your new business will come from existing clients so we need to focus on which ones have the most potential to grow your business, and also be enjoyable to work with.

The first step is to create three categories:-

  1. Existing clients
  2. Prospective clients (warm leads not yet converted)
  3. Wish

We can then divide the existing clients into a further three areas:-

  • Gold
  • Silver
  • Bronze

Really analyse your clients and decide which ones are Gold.  You may need to take some time to think about the criteria for being Gold.  We often make the mistake of focusing our time on clients who pay a high premium fee, however they demand double the time. Other clients pay a constant fee which gives you guaranteed income and need very little time.

Therefore ask some questions to create the Gold criteria:-

  • What is the current fee structure?
  • How much time do you spend on the Client account?
  • Do you enjoy working with them?
  • How much resource is required to service that account?
  • How long have they been a Client?
  • Have they given you more work?
  • Have they recommended you to other Clients?

Make the exercise visual by having your Gold clients on display in your office.

“What you focus on becomes reality”. 

Prospective Clients will need to be touched regularly as now to get to a point of sale you will need at least eight touch points if not more.  Keep a tracker and make sure it is on display to all the team.

Wish seems a bit far reaching, however again the genius of audacity you just never know.  It is a great exercise to focus on who your dream client would be as it helps with the categorisation of the Gold existing clients.

Please do get in touch if you would like nuggets to facilitate a management meeting bev@nuggetsoflearning.co.uk 

Posted in Bite size learning, coaching, Emotional Intelligence, mindfulness, motivation

Believe in yourself…

“Some people want it to happen – some wish it would happen – others make it happen” Michael Jordan

The quote above is in my office and I look at it daily to reinforce in myself that it is only me that can make it happen.

When you are having one of those days where you are not sure where the next piece of work is coming from, you have to believe you can always make it happen.

The way you think and feel about yourself has a much bigger impact on your life than you think.  If you believe in yourself and your abilities you will have the confidence to make it happen.

To reinforce the belief look at it as a cycle of affirmations:-

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Please do get in touch for 1:1 coaching to increase your belief in yourself bev@nuggetsoflearning.co.uk 

Posted in Bite size learning, Leadership, motivation, Relationships

When leading others…

Treat people as individuals, adopting an appropriate communication style to genuinely connect with each member of your team, this will increase engagement and consistently draws out the best in people.

These interpersonal skills can be refined starting with awareness and understanding of what drives behaviour, and an acceptance and appreciation of others, leading onto greater relationship effectiveness. 

Awareness

Good leadership starts with self-awareness. Being aware of what drives our own behaviour, as well as identifying your strengths and recognising your weaknesses. 

Understanding

Teams can be a complex mix of people. For a leader to understand a team, they need to understand the elements that make the team – the people. They also need to understand the connections between the elements – the relationships between the people on the team.

Acceptance & Appreciation

Awareness of a person’s motive can make it easier to accept and appreciate why others behave the way they do. An approach that will increase a leader’s ability to enable people to perform at their best, develop a greater range of effective strengths whilst staying authentically connected to what drives them as individuals. 

Effectiveness

Understand, the purpose and objectives of the team and the results they desire. Then they will build trust, encourage challenge and debate and gain commitment and accountability for the achievement of those results.

By understanding what really drives the team, where their strengths lie and how these elements steer both their behaviour and the way they interact with others, a unifying leadership style naturally develops.